ACKNOWLEDGEMENT

I would like to express my special thanks of gratitude to my teacher

Dr. Anil Kumar Sinha who gave me the golden opportunity to do this
wonderful project on the topic Training and development which
helped me gain immense knowledge. Also by doing a lot of Research and
I got to know about so many new things.
Secondly I would also like to thank my parents and friends who helped
me a lot in finalizing this project within the limited time frame.

INDEX

I.
II.
III.

INTRODUCTION
TRADITIONAL AND MODERN APPROACH
OF TRAINING AND DEVLOPMENT

TRAINING AND DEVELOPMENT

OBJECTIVES
IV. IMPORTANCE OF TRAINING AND
DEVELOPMENT
V. TRAINING AND HUMAN RESOURCE
MANAGEMENT
VI. METHODS OF TRAINING
VII. BIBLOGRAPHY

Training and development is a function of human resource

management concerned with organizational activity aimed at bettering the
performance of individuals and groups in organizational settings. It has been
known by several names, including "human resource development", and
"learning and development".

INTRODUCTION

The official and ongoing educational activities within

an organization designed to enhance
the fulfillment and performance of employees. Training and
development programs offered by a business might include a variety of
educational techniques and programs that can be attended on a compulsory
or voluntary basis by staff.

HUMAN RESOURCE MANAGEMENT

Human Resource Management is defined as the people who staff and manage
organization. It comprises of the functions and principles that are applied to
retaining, training, developing, and compensating the employees in organization. It
is also applicable to non-business organizations, such as education, healthcare etc.
Human Resource Management is defined as the set of activities, programs, and
functions that are designed to maximize both organizational
as well
as employee
TRAINING
AND
DEVELOPMENT
effectiveness
Scope of HRM without a doubt is vast. All the activities of employee, from the time
of his entry into an organization
he leaves,ofcome
under the horizon
of HRM.
It isuntil
a subsystem
an organization.
It ensures
that randomness is reduced and
learning or behavioral change takes place in structured format.
The divisions included in HRM are Recruitment, Payroll, Performance
Management, Training and Development, Retention, Industrial Relation, etc. Out of
all these divisions, one such important division is training and development.

TRADITIONAL AND MODERN APPROACH OF TRAINING

ANDis DEVLOPMENT
Training and development
a function of human resource
management concerned with organizational activity aimed at bettering
the performance of individuals and groups in organizational settings. It
has been known by several
names, including
Traditional
Approach"human
Most ofresource
the organizations before never used to
development", and "learning
and
development".
believe in training. They were holding the traditional view that managers are

born and not made. There were also some views that training is a very costly
affair and not worth. Organizations used to believe more in executive pinching.
But now the scenario seems to be changing.
The modern approach of training and development is that Indian
Organizations have realized the importance of corporate training. Training is
now considered as more of retention tool than a cost. The training system in
Indian Industry has been changed to create a smarter workforce and yield the
best results

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure
the availability of a skilled and willing workforce to an organization. In
addition to that, there are four other objectives: Individual, Organizational,
Functional, and Societal.
Individual Objectives help employees in achieving their personal goals,
which in turn, enhances the individual contribution to an organization.

IMPORTANCE OF TRAINING AND DEVELOPMENT

Optimum Utilization of Human Resources Training and Development helps

in optimizing the utilization of human resource that further helps the employee
to achieve the organizational goals as well as their individual goals.

Development of Human Resources Training and Development helps to

provide an opportunity and broad structure for the development of human
resources technical and behavioral skills in an organization. It also helps the
employees in attaining personal growth.

Development of skills of employees Training and Development helps in

increasing the job knowledge and skills of employees at each level. It helps to
expand the horizons of human intellect and an overall personality of the
employees.

Productivity Training and Development helps in increasing the productivity

of the employees that helps the organization further to achieve its long-term
goal.

Team spirit Training and Development helps in inculcating the sense of team
work, team spirit, and inter-team collaborations. It helps in inculcating the zeal
to learn within the employees.

Organization Culture Training and Development helps to develop and

improve the organizational health culture and effectiveness. It helps in creating
the learning culture within the organization.

Organization Climate Training and Development helps building the positive

perception and feeling about the organization. The employees get these
feelings from leaders, subordinates, and peers.

Quality Training and Development helps in improving upon the quality of

work and work-life.

Healthy work environment Training and Development helps in creating the

healthy working environment. It helps to build good employee, relationship so
that individual goals aligns with organizational goal.

Health and Safety Training and Development helps in improving the health
and safety of the organization thus preventing obsolescence.

Morale Training and Development helps in improving the morale of the

work force.

Image Training and Development helps in creating a better corporate image.

Profitability Training and Development leads to improved profitability and

more positive attitudes towards profit orientation.

Training and Development aids in organizational development i.e.

Organization gets more effective decision making and problem solving. It
helps in understanding and carrying out organisational policies

Training and Development helps in developing leadership skills, motivation,

loyalty, better attitudes, and other aspects that successful workers and
managers usually display.

Training and Human Resource Management

The HR functioning is changing with time and with this change, the relationship
between the training function and other management activity is also changing. The
training and development activities are now equally important with that of other HR
functions. Gone are the days, when training was considered to be futile, waste of time,
resources, and money. Now a days, training is an investment because the departments
such as, marketing & sales, HR, production, finance, etc depends on training for its
survival. If training is not considered as a priority or not seen as a vital part in the
organization, then it is difficult to accept that such a company has effectively carried
out HRM. Training actually provides the opportunity to raise the profile development
activities in the organization.
To increase the commitment level of employees and growth in quality movement
(concepts of HRM), senior management team is now increasing the role of training.
Such concepts of HRM require careful planning as well as greater emphasis on
employee development and long term education. Training is now the important tool of
Human Resource Management to control the attrition rate because it helps in
motivating employees, achieving their professional and personal goals, increasing the
level of job satisfaction, etc. As a result training is given on a variety of skill
development and covers a multitude of courses.

Role of HRD Professionals in Training

This is the era of cut-throat competition and with this changing scenario of business;
the role of HR professionals in training has been widened. HR role now is:
1. Active involvement in employee education

2. Rewards for improvement in performance

3. Rewards to be associated with self esteem and self worth
4. Providing pre-employment market oriented skill development education and post
employment support for advanced education and training
5. Flexible access i.e. anytime, anywhere training

METHODS OF TRAINING

A. On-the-job training Methods:

Under these methods new or inexperienced employees learn through observing peers
or managers performing the job and trying to imitate their behaviour. These methods
do not cost much and are less disruptive as employees are always on the job, training
is given on the same machines and experience would be on already approved
standards, and above all the trainee is learning while earning. Some of the commonly
used methods are:
1. Coaching:
Coaching is a one-to-one training. It helps in quickly identifying the weak areas and
tries to focus on them. It also offers the benefit of transferring theory learning to
practice. The biggest problem is that it perpetrates the existing practices and styles. In
India most of the scooter mechanics are trained only through this method.
2. Mentoring:
The focus in this training is on the development of attitude. It is used for managerial
employees. Mentoring is always done by a senior inside person. It is also one-to- one
interaction, like coaching.
3. Job Rotation:
It is the process of training employees by rotating them through a series of related
jobs. Rotation not only makes a person well acquainted with different jobs, but it also
alleviates boredom and allows to develop rapport with a number of people. Rotation
must be logical.
4. Job Instructional Technique (JIT):
It is a Step by step (structured) on the job training method in which a suitable trainer
(a) prepares a trainee with an overview of the job, its purpose, and the results desired,
(b) demonstrates the task or the skill to the trainee, (c) allows the trainee to show the

demonstration on his or her own, and (d) follows up to provide feedback and help.
The trainees are presented the learning material in written or by learning machines
through a series called frames. This method is a valuable tool for all educators
(teachers and trainers). It helps us:
a. To deliver step-by-step instruction
b. To know when the learner has learned
c. To be due diligent (in many work-place environments)
5. Apprenticeship:
Apprenticeship is a system of training a new generation of practitioners of a skill.
This method of training is in vogue in those trades, crafts and technical fields in which
a long period is required for gaining proficiency. The trainees serve as apprentices to
experts for long periods. They have to work in direct association with and also under
the direct supervision of their masters.
The object of such training is to make the trainees all-round craftsmen. It is an
expensive method of training. Also, there is no guarantee that the trained worker will
continue to work in the same organisation after securing training. The apprentices are
paid remuneration according the apprenticeship agreements.
6. Understudy:
In this method, a superior gives training to a subordinate as his understudy like an
assistant to a manager or director (in a film). The subordinate learns through
experience and observation by participating in handling day to day problems. Basic
purpose is to prepare subordinate for assuming the full responsibilities and duties.
B. Off-the-job Training Methods:
Off-the-job training methods are conducted in separate from the job environment,
study material is supplied, there is full concentration on learning rather than
performing, and there is freedom of expression. Important methods include:
1. Lectures and Conferences:
Lectures and conferences are the traditional and direct method of instruction. Every
training programme starts with lecture and conference. Its a verbal presentation for a
large audience. However, the lectures have to be motivating and creating interest
among trainees. The speaker must have considerable depth in the subject. In the
colleges and universities, lectures and seminars are the most common methods used
for training.

2. Vestibule Training:
Vestibule Training is a term for near-the-job training, as it offers access to something
new (learning). In vestibule training, the workers are trained in a prototype
environment on specific jobs in a special part of the plant.
An attempt is made to create working condition similar to the actual workshop
conditions. After training workers in such condition, the trained workers may be put
on similar jobs in the actual workshop.
This enables the workers to secure training in the best methods to work and to get rid
of initial nervousness. During the Second World War II, this method was used to train
a large number of workers in a short period of time. It may also be used as a
preliminary to on-the job training. Duration ranges from few days to few weeks. It
prevents trainees to commit costly mistakes on the actual machines.
3. Simulation Exercises:
Simulation is any artificial environment exactly similar to the actual situation. There
are four basic simulation techniques used for imparting training: management games,
case study, role playing, and in-basket training.
(a) Management Games:
Properly designed games help to ingrain thinking habits, analytical, logical and
reasoning capabilities, importance of team work, time management, to make decisions
lacking complete information, communication and leadership capabilities. Use of
management games can encourage novel, innovative mechanisms for coping with
stress.
Management games orient a candidate with practical applicability of the subject.
These games help to appreciate management concepts in a practical way. Different
games are used for training general managers and the middle management and
functional heads executive Games and functional heads.
(b) Case Study:
Case studies are complex examples which give an insight into the context of a
problem as well as illustrating the main point. Case Studies are trainee centered
activities based on topics that demonstrate theoretical concepts in an applied setting.
A case study allows the application of theoretical concepts to be demonstrated, thus
bridging the gap between theory and practice, encourage active learning, provides an
opportunity for the development of key skills such as communication, group working
and problem solving, and increases the trainees enjoyment of the topic and hence
their desire to learn.

(c) Role Playing:

Each trainee takes the role of a person affected by an issue and studies the impacts of
the issues on human life and/or the effects of human activities on the world around us
from the perspective of that person.
It emphasizes the real- world side of science and challenges students to deal with
complex problems with no single right answer and to use a variety of skills beyond
those employed in a typical research project.
In particular, role-playing presents the student a valuable opportunity to learn not just
the course content, but other perspectives on it. The steps involved in role playing
include defining objectives, choose context & roles, introducing the exercise, trainee
preparation/research, the role-play, concluding discussion, and assessment. Types of
role play may be multiple role play, single role play, role rotation, and spontaneous
role play.
(d) In-basket training:
In-basket exercise, also known as in-tray training, consists of a set of business papers
which may include e-mail SMSs, reports, memos, and other items. Now the trainer is
asked to prioritise the decisions to be made immediately and the ones that can be
delayed.
4. Sensitivity Training:
Sensitivity training is also known as laboratory or T-group training. This training is
about making people understand about themselves and others reasonably, which is
done by developing in them social sensitivity and behavioral flexibility. It is ability of
an individual to sense what others feel and think from their own point of view.
It reveals information about his or her own personal qualities, concerns, emotional
issues, and things that he or she has in common with other members of the group. It is
the ability to behave suitably in light of understanding.
A groups trainer refrains from acting as a group leader or lecturer, attempting instead
to clarify the group processes using incidents as examples to clarify general points or
provide feedback. The group action, overall, is the goal as well as the process.

5. Transactional Analysis:
It provides trainees with a realistic and useful method for analyzing and understanding
the behavior of others. In every social interaction, there is a motivation provided by
one person and a reaction to that motivation given by another person.

This motivation reaction relationship between two persons is known as a transaction.

Transactional analysis can be done by the ego (system of feelings accompanied by a
related set of behaviors states of an individual).

BIBLOGRAPGHY

WEBSITES
www.wikipedia.org
www.taxguru.com
www.scribd.com